Interviews are the foundation of most hiring processes. They are also one of the least reliable predictors of job performance in the research literature.
Structured or not, interviews are vulnerable to halo effects, affinity bias, and performance polish. Candidates who are good at interviewing get hired. Candidates who are good at the job (but less practiced, less polished, less like the people already in the room) get filtered out. Most hiring teams know this. They just don't have a better instrument.
Personality assessments don't solve it. They measure who someone is (their preferences and tendencies), not what they can do in the actual context of the role. And when a decision based on a personality profile is questioned, you don't have behavioral evidence to stand on.
Ignis puts every candidate through the same realistic, work-like scenarios and scores the Power Skills actually demonstrated in their responses. The result is a standardized, auditable profile that reflects demonstrated capability, not self-reported traits, not interview performance, not credential proxies.
When you add Ignis to your hiring process, decisions are grounded in behavioral evidence rather than first impressions. Candidate comparisons are fair: the same scenarios, the same scoring, across your entire pipeline. Bias exposure is reduced because the assessment was designed and tested for adverse impact from the ground up. And your decisions hold up: to candidates, to internal stakeholders, and to Legal if it ever comes to that.
See how Ignis scores the Power Skills candidates actually demonstrate, so every hiring decision holds up to scrutiny.
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